In November of 2015, the City’s Employee Handbook was adopted after an extensive overhaul to bring us into compliance with current law and regulations. In 2016, 2017 and 2018, less expansive updates were made to address particular issues. Each year the City has followed a similar process
to update the Employee Handbook. A committee is formed with representatives from various departments and various levels of supervision.

This year the committee met one time to discuss possible changes and any issues that employees might be having. Our discussions this year led to the following proposed changes to the Employee Handbook:

• Added pay equity language to the handbook to be in compliance with newly adopted state laws. (Handbook Page 7)
• Extended Residency Requirement from 20 minute to 30 minute response time. (Handbook Page 11)
• Update Bi-lingual pay amount from 3% to 5%. (Handbook Page 17)
• Added Deferred Compensation Matching up to 2% of the first $5,000 contributed by the employee. (Handbook Page 37)
• Added a Children in the Workplace section. (Handbook Page 47)

Two items have a fiscal impact:

• Bi-lingual pay increases are an additional $65,000 (includes the union employees as well)

• Deferred compensation matching is less than $10,000.

Alternatives Available:

1. Approve the Handbook modifications as presented.
2. Amend and then approve the Handbook modifications.
3. Do not approve Handbook modifications.